Monthly Archives: February 2015

“The greatest difficulty in the world is not for people to accept new ideas, but to make them forget about old ideas.” John Maynard Keynes, economist

A book published by Kingsley Holgate describes the incredible journey made by this brave explorer and his team. This expedition produced the most profound examples of learning for everyone involved. Learning was mostly by way of experience, engaging on the moment and savouring the message of truth that every part of the journey allowed. Experiences such as these will always remain in the hearts and souls of those who have engaged, making for a lasting impression and deep insight.

Learning at an organisation level has always been considered a challenge due to the nature and needs of adult learners. Recent reports indicate that training has a disappointing level of retention and application. This has urged leaders in organisations to examine alternative means to getting important messages and skills across to the people who need them.

Adults enjoy using as many of their faculties to receive the learning event. Unlike being at school adults have different needs. Multi-intelligences are important and the need to “unpack” the learning at different levels and modalities come into play. Importantly adults enjoy more informal learning situations and place a premium on having fun during the process.

Employers and employees are looking for alternative means to train and educate, and in so doing, imbue their presence in the organisations they work for.

The Explore-it Map is learning technology designed to allow those engaging the process greater access to important knowledge, skills and information. This methodology is designed to unlock information which is not only vital to the learning process, but assists with the development of insight. The technology is not skill building as such, but rather employs the methodology to have contact with information on a broader level.

This is not a paper and pencil based learning experience, and the delegates to the process do not have to be literate to be part of the learning experience.

Why Multi-Intelligences?

Research has indicated that intelligence is not restricted to IQ (intelligence Quotient). Recently much research has been conducted on the use of multi-intelligences and Emotional Intelligence (EQ). This indicates that people are severely restricted if learning is isolated to employing the faculties which make up IQ.

People have talent in and learn through other intelligences, such as music, movement, experience, emotional awareness, languages, practical application use of communication, articulation, animation and more. By employing these intelligences to the learning experience it is possible to gain a greater level of meaning, retention and commitment.

The expression of learning in adults is through the ability to employ what they feel most comfortable with; this will unlock potential, enthusiasm and self-fulfillment through contribution.

Here is an example, if you show someone the South African flag, there are many associations. Perhaps it strikes a cord of loyalty this leads to thinking about the National Anthem, this leads to learning to sing it, or teaching someone else to, the possibilities are endless. This positive manipulation of the learning process is powerful as it takes it’s learner on an exciting journey.

One of the attributes of the facilitator is to make it easy for people to gain access to what they need to make a difference. This clearly places importance on having availability to a person who has leadership ability and clearly articulates the difference between process and content.

Facilitators of people in this process need to be carefully selected with the end result in mind, this alignment will set the correct tone for powerful learning to occur.

Successful facilitators will also use the diversity of the group to contribute to the learning process as it moves along. Knowledge and experience levels will always differ.

Peer learning, manager-lead learning, and subject matter learning are only some of the resources available to the facilitator using this process.